Recently, I’ve been approached by senior leaders seeking clarity on various aspects of the search process. Common areas of confusion include the role of search firms, strategies for internal candidates, and how to express interest in new opportunities when no specific position has been posted. Below is a summary of frequently asked questions and responses intended to help demystify the process.
Getting Noticed by Search Firms
Q: How do I let search firms know I’m on the market?
A: Make an early telephone appointment with the search consultant before drafting your cover letter. Be clear about your career goals, acceptable salary range, and any deal-breakers. This helps both you and the consultant screen for fit.
Working with Consultants
Q: What role do search consultants play?
A: Search firms vary, but in general search consultants help build the initial candidate pool and sometimes rank the candidate pool based on institutional priorities. Consultants may do some or all the reference and background check requested by the institution.
Interview Preparation
Q: How should an interim internal candidate prepare for interviews?
A: Treat the interview as if you are an external candidate. Don’t assume they know your work—explain your achievements and leadership vision. Use stories to illustrate your decision-making and collaborative style. Avoid criticizing predecessors.
Q: If a VP prefers external candidates, what can internal applicants do?
A: Again, treat the interview like an external applicant. Clearly explain your accomplishments and future plans without assuming the interviewer has prior knowledge of your work.
Career Development & Exploration
Q: How can I learn about advancement into administrative roles if I’m not on the market yet?
A: Study leadership ads and profiles, refine your professional stories, update your online presence, and use your network for institutional insights.
Q: How can I successfully return to an administrative position after a faculty stint?
A: Clarify why you’re transitioning back and demonstrate that you’ve remained current and intentional in your career path.
Q: How can department heads position themselves for deanships?
A: Volunteer for university-wide committees like budget or strategic planning to broaden your experience and visibility on campus.
Networking and Direct Outreach
Q: Is it appropriate to contact university administrators directly about opportunities?
A: Yes. Express interest even if roles aren’t open—this can position you for future consideration. Maintain regular follow-up with people you know and those on the inside.
Q: How can I get on a search firm’s radar?
A: Apply to relevant jobs to enter databases. Most firms use the search terms in your resume to identify candidates for future pools. Also, directly email or call search consultants directly to express interest and showcase your credentials.
Applying for Jobs
Q: How is applying to a different institution different?
A: Thoroughly research the institution’s past and current direction and help the search committee connect your experience to their current and future needs.
Q: How do administrative searches differ from faculty searches?
A: Administrative applications must clearly highlight leadership competencies aligned with the ad’s leadership profile.
Experience Evaluation
Q: What do deans typically do, and how does it vary?
A: Responsibilities can include HR, fundraising, interdisciplinary leadership, strategic planning, and communications. Skill needs vary by institution type and academic discipline.
Q: Is longevity as a chair or becoming an associate dean better preparation for a deanship?
A: It depends on the institution. Breadth of experience and demonstrated leadership are most important.
Q: Are there new trends in VP roles focused on student success?
A: Yes, especially roles supporting veterans, tutoring, resource management and retention. Review job ads carefully to understand evolving institutional priorities.
Cautions & Red Flags
Q: What red flags should candidates watch for before accepting a role?
A: The key issue is “fit.” Help the committee see you thriving in the new role by aligning your strengths with their current institutional needs.
Showcasing Leadership
Q: How can I demonstrate leadership effectively?
A: During your interviews, be sure to share compelling stories that demonstrate strategic thinking, data-driven decision making, collaboration, vision, resource management, and communication. These narratives showcase your competencies authentically. Practice telling your stories in advance to make your examples succinct and compelling.
Multiple Roles
Q: Is combining Student Affairs and Enrollment Management under one vice presidency common?
A: It’s possible but risky—these roles require distinct skills and are difficult to manage well when combined.
Job Market Trends
Q: Is it a good time to seek administrative roles despite political instability and anti-DEI backlash?
A: Yes but reframe your approach. Emphasize how you support inclusive goals in clear terms and avoid using DEI jargon.
By: Mary Kennard, Esq.
Senior Consultant, Academic Search.org
© Mary E. Kennard, 2025
Updated July 2025
Mary E. Kennard
Senior Consultant, Academic Search.org